Women to gain stronger representation, safety and work-from-home options under new labour codes

With the rollout of the new labour codes, the government has introduced a broad package of reforms centred on women’s rights and workforce conditions. The updated framework promises stronger maternity protections, clearer representation in grievance systems, and more flexibility for women as they navigate work and care.

According to a brief by the Press Information Bureau, some of these benefits will include:

• Stronger representation in grievance and advisory bodies: The Industrial Relations Code, 2020, requires that women be represented - at least in proportion to their share of the workforce - on Grievance Redressal Committees. The new policy gives women a formal voice in resolving workplace disputes such as harassment, maternity-related issues, and safety concerns.

• Expanded maternity support: Under the code on social security, women who have worked at least 80 days in the 12 months preceding expected delivery are entitled to up to 26 weeks of paid maternity leave, including up to 8 weeks before delivery. Mothers who adopt children younger than three months, or “commissioning mothers” in surrogacy, are entitled to 12 weeks' leave from the date of adoption or handover.

• Simplified certification & wider eligibility: Women no longer have to rely only on doctors or hospitals to certify maternity-related events such as pregnancy, delivery, miscarriage, tubectomy or related illness. The new rules allow community-level health workers such as ASHA workers, auxiliary nurses and midwives to issue these certifications, making the process far more accessible and less stressful.

• Work-from-home after maternity: Once their maternity leave ends, women can opt for work-from-home arrangements wherever it’s practical, as long as both they and their employer agree.

• Nursing breaks and childcare support: Women returning to work are entitled to two nursing breaks every day until their child turns 15 months. Workplaces with 50 or more employees must set up a crèche either on-site or close by, and mothers can visit it up to four times a day, wherein nursing and rest breaks will be counted within this allowance.

• Access to all kinds of work: Women can now take up jobs across all sectors, including roles that involve night shifts or even hazardous work. This is allowed only with their consent, and employers must provide proper safety measures, facilities and transport. The move opens more job options and supports women who want to enter fields that were previously out of reach.

• Equal pay and equal treatment: According to the Code on Wages, 2019, employers cannot treat workers differently based on gender when it comes to hiring, wages or conditions of work for the same or similar jobs. Rt reinforces the principle of “equal pay for equal work”, which will be extended to recruitment and workplace terms as well.

• More women in decision-making: At least one-third of the members on central and state advisory boards that set or revise minimum wages and employment policies must now be women, the new rules say. This ensures that women’s voices are formally included in shaping labour decisions.

What this signals

According to the government, these reforms covering equality, maternity support, safety, childcare, representation and flexible work are meant to modernise labour laws and reflect how India’s workforce is changing. With women now a growing share of the labour market, the codes aim to create workplaces that are safer, fairer and more supportive for them.

By allowing women to enter all kinds of sectors, including night-time and hazardous jobs, and offering stronger protections and formal representation, the new labour codes can open up a wide range of economic opportunities for women. At a time when women’s participation in the workforce remains below potential, these measures aim to move Indian workplaces toward greater gender balance.